All stakeholders had a clear intention to improve the current position within their workplace but feel hamstrung by the discomfort of discussing race
This discomfort of discussing race in the workplace causes avoidance to a point of stifling, if not preventing, progress
Organisations have objectives to achieve better outcomes for BAME retention, but most do not have a strategy or proper resource allocation
There are few ‘captains of industry and white allies’ publicly speaking about this subject and few BAME voices in senior teams, and so, BAME issues do not feature as key agenda items
Generally, the most visible advocates of BAME talent in companies are the employee resource groups that consist largely of volunteers. Though hardworking they tend not have the executive authority or access to budget to influence strategy
What gets measured, gets done. Why are businesses not pushing for the measurement of BAME progression, if we are serious about it?